The Study on the Relationship among Leadership, Learning Organizations and Organizational Performance

• Main Authors: Ming-Yi,Lin, 林明誼
• Other Authors: Debby Tzu-Hui, Chen
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/56929436781002372980

碩士 === 嶺東科技大學 === 國際企業研究所 === 95 === Global business is seeking innovation to encounter changeable information technology and globalized environment. In 1990, American scholar, Peter Senge, initiated the theory of learning organizations, and then the theory has become the best strategy for achieving competitive advantages. From the viewpoint of human resource, Marsick and Walkins (1996) classified learning into three levels: individual leaning, team learning, and organizational learning. Individual learning meant personal continuous learning and dialogue and inquiry among people. Team learning meant team learning and collaboration. Organizational learning meant embedded system, systems connection, empowerment and strategic leadership. Many researches showed that learning organizations increased organizational performance. There were many researches on learning organizations. Considering human resource in running business could make business reach goal. Most scholars agreed that leadership was an important variable influencing organizational performance, and leadership influenced the development of organizations. Besides, lots of researches showed that organizational performance was closely related to leadership. This study tried to analyze theories on leadership, learning organizations and organizational performance from different viewpoints of domestic and foreign scholars, and to realize the relationship among leadership, learning organizations and organizational performance by literature review, conclusion and integration. 423 questionnaires were completely responded with a 70.5% of return rate. The findings of the study were as follows: 1.Leadership had positive and significant influence on learning organizations. 2.Learning organizations had positive and significant influence on organizational performance. 3.Leadership had positive and significant influence on organizational performance. 4.Learning organizations had intermediate effect on the relationship between leadership and organizational performance.